DBS checks are not only for people working with the public. These should be a key part of your pre-employment due diligence. 

DBS checks are only a legal requirement in certain types of roles, but many employers are now making use of them to be sure of who they are employing. 

Running a DBS check on a potential employee will let you know about any criminal history and allow you to make an informed hiring decision. 

Knowing about a person’s previous behaviour can be helpful when it comes to making an employment decision – especially if you’re hiring someone who will be in a position of trust, or responsible for valuable inventory or sensitive information. 

There are 3 types of DBS check: basic, standard and enhanced. 

Any individual can apply for a basic check. 

Standard and enhanced DBS checks can only be applied for by registered employers. 

If your business involves any kind of regulated activity, running a DBS check is very important. Without a DBS check you run the risk of hiring someone whose previous convictions make them inappropriate for that role. 

You must ensure your use of a DBS check is fair and lawful. It’s important to note that it’s against the law to reject an applicant because of a spent conviction. 

To run a DBS check on a potential employee, choose a company from the list of “responsible organisations” on the gov.uk website. 

The company will carry out the check and let you know once it is complete. The applicant will receive a certificate of the check by post, which you can then keep in their employment file. 

A DBS check is not a fool-proof way of ensuring you are hiring the right person – but it is a good tool to use alongside other considerations when hiring new employees. 

Think you may need to DBS check your employees? Get in touch and we can simplify the process for you.